Workplace Noise

What is acceptable and not?

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You are an employer, manger or supervisor - how do you determine whether noise in your workplace is at an acceptable level for your workers and adheres to legal standards set by your provincial and federal health and safety organizations?

Permissible noise exposure depends on the duration per day in hours an individual is exposed and on the decibel level of that noise. Under the OHSA, WSBC, ISO, EPA, NIOSH, CCOHS, OSHA, CSA and other governing bodies across Canada and North America, maximum decibel levels have been set based on, for example, eight hours of exposure. Under OSHA (US), in an 8-hour day the maximum decibel level dB is 90 dB; in a 4-hour day 95dB and in a 2-hour day 100 dB. Under OHSA (ON), an 8-hour day maximum decibel level is 84 dB and a 4-hour day is 90 dB. The shorter the duration the higher the decibel level allowed.

Legislative requirements by province and country differ slightly but are all within a 5-10 dB (decibel) range of each other. Outlined below are the maximums allowable by association (provincial and federal [country]):

Excessive noise exposure depends on a number of other factors over and above daily hours exposure limit:

• Loudness of the noise dB;
• Duration (frequency) of exposure (outlined above);
• Assessment of noise and determination if it is from a single source or multiple sources;
• Personal exposure measurement.

What are the health side effects of noise? Some range from anxiety and depression to fatigue, poor digestion to more severe things like high blood pressure and heart rate to hearing loss.

Exposure to high intensity levels of noise causes not only permanent hearing loss, but can also cause a temporary decrease in hearing sensitivity, known as temporary threshold shift (TTS). This may be after an exposure to a loud noise one time or over a short period of time. During the recovery period a temporary hearing loss is evident. Repeated exposures, however, may result in permanent destruction. It's common for these individuals to complain of tinnitus (ringing in the ears) that's more noticeable in quiet environments, and can be quite loud and annoying.

An employer must ensure that a worker isn't exposed to noise in excess of the legislated maximums. An employer must control noise through engineering or administrative controls to ensure the safety of workers. If noise cannot be controlled by engineering controls or administrative controls, it must be controlled by providing workers with personal protective equipment (PPE) and training. PPE can reduce noise by 8-15 dB.

Procedures for the measurement of occupational noise exposure are outlined in the CSA Standard Z107.56-06. It explains how to carry out measurements, what instruments are needed, and how to interpret the results. There are experts in their field who can determine if the noise levels are acceptable levels.

A hearing conservation program is required by law where exposure limits are in excess of government regulated maximum exposures. Steps to take to ensure compliance and safety of your workers are:

1. Noise measurement

2. Engineering controls and administrative controls

3. Job policies and procedures

4. Education and training

5. Hearing protection: PPE

6. PPE fit test and education program

7. Post noise hazards

8. Hearing tests (annual)

9. Annual program review

An example of a few noise sources and corresponding noise levels that would require a hearing conservation program to be in place are:

• Punch Press: 100 dB
• Air Carbon Arc Cutting: 120 dB
• Arc Welding: 95 dB

Hearing safety is not a game; please make use of the experts!

Lynne Bard, BA (Honours), C.H.R.P., CES

Human Resources, Safety & Risk Management Experts

Taking the Complexity out of Compliance

President

Beyond Rewards Inc.

Phone: 519-821-7440

Cell: 519-830-7480

mail: lbard@beyondrewards.ca

Enforcement of AODA began in January

Enforcement of AODA’s First Standards

began Jan. 1^st, 2013

Beginning January 1, 2013 (for the private sector), Ontario’s own Accessibility Act enforcement initiatives will begin. Accessibility for Ontarians with Disabilities Act (AODA) is Ontario’s own proactive approach to make all of Ontario completely accessible for people with disabilities by 2025. This vision will be achieved through five compliance standards that all businesses with one or more employees in Ontario will have to implement; these are the customer service standard, the transportation standard, employment standard, information and communications standard, and the built environment standard. Ontario will implement these standards beginning with the customer service standard and employment standard – emergency management.

All businesses in Ontario with one or more employees (both private and non-profit sectors) that provide goods or services to the public or third parties must comply.  The Customer Service Standard enforces certain legal requirements for businesses that include setting up a plan of action for how your business will provide goods or services for people with disabilities through assessment and gap analysis, developing applicable policies and procedures (ex. a policy on providing goods and services, a policy about the use of assistive devices, etc.) providing training for staff on how to serve people with disabilities, and finally creating and making available a process to receive and respond to any feedback.

Businesses that employ 20 or more employees have additional requirements to comply with: focus on communicating and making available all information about the company’s practices, taking into consideration all disabilities and Accessibility reporting to inform the Ontario Government that you meet the compliance standard. Deadline for submission to the government is December 31, 2012.

The Employment Standard, Transportation Standard and the Information and Communications Standard were rolled out in 2011 as the Integrated Standard. These standards were passed with implementation dates varying from 2011 through to 2025 dependent on the size of the organization and whether the organization is public or private sector. The first steps to compliance with the integrated standards fall under Transportation – dependent on the size of the organization, deadlines range from 2011 and 2017, General Requirements – Emergency and Public Safety Information and Employment Standard – Worker Specific Emergency Information must be complied with in 2012.

Typically when thinking of disabilities and barriers to accessibility, only those that are visible come to mind. It is essential to remember that disabilities include those that are invisible such as mental health and learning disabilities. By ensuring companies understand where their gaps and requirements lie, compliance can be made easier.

 

Lynne Bard, BA (Honours), C.H.R.P., CES

Human Resources, Safety & Risk Management Experts

Taking the Complexity out of Compliance

President

Beyond Rewards Inc.

Phone: 519-821-7440

Cell: 519-830-7480

mail: lbard@beyondrewards.ca

Slips, Trips and Falls?

Facility audits can determine if your workplace is safe

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Losing a loved one due to an occupational accident just isn't fair. Unsafe work practices, unsafe workplaces and lack of proper training are key reasons for accidents in the workplace. Every one of us must take a closer look at our workplace to ensure the safety of all workers. A ladder without anti-slip feet, mezzanines without railings and improper use of personal protective equipment (PPE) are just a few of the often overlooked hazards.

On September 29th, 2000, Constable John Petropoulos of the Calgary Police Service was not so lucky; neither was his family. Cst. Petropoulos responded to a break-and-enter call at a local warehouse. He went up to the mezzanine to investigate and stepped from a safe surface directly onto a false ceiling. He fell nine feet into the lunchroom below because there were no guardrails in place and succumbed to a brain injury.

This could easily happen to someone close to you.

On January 17, 2007, a young worker employed by an Ontario roofing company died after he fell over 42 metres (140 feet) from a roof canopy. The investigation found that the worker was wearing a full body harness but it was not connected to any anchor or fixed support at the time of the incident. The roofing company was fined $150,000 and two individuals of the firm were convicted for violations of the Occupational Health and Safety Act (OSHA).

Throughout Ontario, in the case of the majority of completed facility safety and health audits, unsafe mezzanine, working and storage surfaces and non-guarded raised structures were identified as not meeting the minimum requirements under the OHSA and building codes. The situation is likely similar in other provinces. These structures raise risk of accidents due to slips, trips and falls and other structural concerns from improper or unsafe access, no guard rails, improper structure, improper lag to floor and walls, no safety training and not being approved by a structural engineer.

In Ontario, one in every six lost-time injuries is caused by a fall (slips and falls totaled 65 per cent of accidents overall). Falls killed 11 workers in 2009 in Ontario; slips trips and falls accounted for one in five injuries and one in four fatalities in industrial workplaces alone. 429 fatalities were reported in Ontario as of October 2010. In BC, 7.5 per cent of all accidents are related to falls; over the past five years, 700 BC workers were injured due to slips, trips or falls.

Don't be a statistic: work safe!

A thorough "facility audit" will identify any unsafe, non-compliant hazards in the workplace. It's very easy to miss the obvious when we look at the same things day-in and day-out. It's always a good idea to have an outside party (consulting firm) complete a facility audit at least once per year. Fresh (and trained) eyes often identify hazards overlooked by others who may not be aware of certain risks in the first place.

The OSHA and Canada's building codes are explicit in their requirements to protect workers from slips, trips and falls. A guardrail is required on structures that are over three metres (nine feet) pursuant to section 46 of the OSHA General Requirements 2.1(e). The guardrail must be 107 centimeters above the surrounding floor, ground, platform or other surface pursuant to section 13(1) of O. Reg. 851/90 in accordance with section 14 of O. Reg. 850/90.

Guardrails that are constructed or installed at a workplace must be in accordance with section 46 - the guardrail must extend around the perimeter of all open sides from which the worker may be exposed to the hazard of a fall as outlined in 2(1)(a) to (c) of the Act. (For complete fall protection requirements under the Act, go to http://www.gov.pe.ca/law/regulations/pdf/O&01-01-1.pdf) Inspectors will look for fall-from-height hazards involving platforms, raised floors, mezzanines and balconies, stairs, ladder and other access points, fall-arrest equipment, guardrails and storage rack safety issues. For each violation of the Act the courts can impose a fine of up to $500,000 against a corporation and up to $25,000 or imprisonment of up to 12 months (or both) for an individual.

We are all responsible for ensuring that our workplaces are safe. Don't be afraid to speak up!

Lynne Bard, BA (Honours), C.H.R.P., CES

Human Resources, Safety & Risk Management Experts

Taking the Complexity out of Compliance

President

Beyond Rewards Inc.

Phone: 519-821-7440

Cell: 519-830-7480

mail: lbard@beyondrewards.ca